2014

CASE STUDY: - Canadian

Pacific And International Bank

REDEFINIG JOBS FOR THE FUTURE

HUMAN RESOURCE MANAGEMENT

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Case Study
Question 1.) Assume you are invited as a consultant by CPIB. What procedure would you
introduce that would ensure that the restudied job information was correct?
If I would be a consultant of CPIB, I would like to use some job analysis procedures to ensure
that restudied job information was correct such as performance appraisal in which I would ask
the manager to compare employees actual performance with the standards. Moreover, I would
like to Rate the employees according to their skills and performance so that they can train the
people to understand their job description better.

Question 2.) Given the ability of most managers to communicate directly with the computer,
can CPIB use this to its advantage in collecting job analysis information? Explain.
Yes, I believe communicating directly with the computers would help the CPIB in collecting the
job analysis information. By giving this authority to the managers to communicate with top level
management help CPIB to know more about their employees, how efficiently and effectively
they are performing. Moreover, this will help CPIB to know whether their employees understand
the job description or not.
It helps the company to attain the information about the internal and external environment of the
bank. Managers will give them the most vital information about the way jobs are performed.
Managers will be able to tell performance standards of the employees to the upper level hence
they can compare with their standard performer and take corrective measures to improve the
performance time to time.

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This communication can instantly inform the CPIB about the needs and demands of their clients
this way they can take instant steps to satisfy the customers.

Question 3.) What additional skills and competencies would you focus on while planning a
training programme for CCTC staff? How should CPIB establish performance and skill
standards for CCTC staff?
I would like to focus on various additional skills and competencies for CCTC staff such giving
the high quality customer service training which they lack in and apart from this, giving them
telephone and electronic banking training.
I would like to give them the information about the portfolio management, margin trading and
establishment of internet banking accounts. And by giving the employees international banking
experience rather than making them to sit in a regional institution.
Well, CPIB should encourage performance and skills for CCTC staff by training providers and
educators to ascertain proper training services, the actual performance of the employees should
be developed and then match those performance with set standards, if managers find any
deviations then they should find out the reason of deviation and try to boost up the actual
performance. Putting performance and skill standards among staff of CCTC would be
progressive so that the staff can build up blocks of competencies and adapt to technological
advancement, organisational and market changes and this way they will be able to explore
employees potential. Moreover, through direct communication manager will communicate the
skill requirement among staff, Upper level can then design and deliver programmes that ensure
the skills that staff needs.

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(Hermann Schwind, 2014)